Experience

• 

  Metro Montessori

  • Director Of Human Resources

• 

  Metro Montessori

  • Rockville, Maryland

  • Director of Human Resources

    • Jun 2013 - Present
    • Rockville, Maryland

    Partner with other directors and senior executives to develop new business initiatives, foster employee engagement, and mobilize talent.~Enabled operational change essential in reducing HR costs and helped to facilitate redesign of core business operations.~Manage recruitment, benefits, executive compensation, training, leadership development, succession planning, and regulatory compliance. Heavy emphasis on leading Metro Montessori through rapid HR change and transformation programs.~Conduct all employee on-boarding for six (6) schools, including reference checks, background checks, scheduling pre-employment requirements, new hire packages, orientation.~Provide support to management in employee relation matters; handle workplace investigations, employee counseling, follow-up and closing of HR issues.~Educate employees regarding benefit programs, coordinate open enrollment and new hire enrollments.

• 

  Independent Consultant

  • Washington, DC Area

  • Senior HR and Recruiting Professional

    • Mar 2013 - Jun 2013
    • Washington, DC Area

    Strategic HR Business Partner who works collaboratively to meet your needs to coach and support clients regarding talent management solutions including, recruitment, sourcing, employee selection, retention, policy and procedure interpretation, compensation and classification, organizational structure, performance management, as well as, other HR initiatives.

• 

  Helios HR

  • Reston, VA

  • Senior Recruiter and HR Business Partner

    • Jan 2008 - Feb 2013
    • Reston, VA

    Served as a trusted advisor and counsel to clients and leadership team. Built successful relationships within all levels of the client organization to proactively develop and execute human capital plans that positively impact the company.~Partnered with organizational leadership to align human resources strategy with business objectives.~Designed and implemented HR programs, practices, processes and policies which are consistent with industry best practices and align with organizational goals.~Created and implemented strategies to improve employee engagement and retention.~Maintained subject matter expertise in all operational and tactical areas of HR including, but not limited to, employment law, FLSA classifications, leave management, HR technology, benefits management and compensation.

• 

  NextPoint Networks, Inc.

  • Gaithersburg, MD

  • Human Resources Immigration Specialist

    • Feb 2006 - Jan 2008
    • Gaithersburg, MD

    Managed the immigration program for processing non-immigrant and immigrant visas, renewals and applications for permanent residence into the US including coordination with outside counsel, managers, HR business partners, talent acquisition staff, and employees.~Extensive knowledge of USCIS process for H1B, EB5, O1, TN, I-512, Visa Request for Evidence.~Prepared and completed immigration cases, in the areas of H-1B, L-1 visas, Labor Certification, Adjustment of Status, Employment Authorization Card extensions, and Revalidation of Visas.~Responsible for filing and organizing Labor Condition Applications.~Monitored company visa status tracker and initiate the H and L visa extensions.~Point of contact for HR, Legal and Recruiting team for immigration issues.~Handled questions related to immigration, international travel and global mobility issues.

• 

  BT

  • Reston, VA

  • Human Resources Business Partner

    • May 2000 - Mar 2004
    • Reston, VA

    Worked closely with Mid-Atlantic team to successfully restructure role of HR Manager to strategic business partner, assisting in development and execution of evolving strategies designed to fulfill business objectives.~Led HR practices and objectives to provide employee-oriented, high-performance culture emphasizing empowerment, quality, goal attainment, recruitment, and ongoing development of a superior workforce.~Provided strategic vision through development of programs to recruit, motivate and retain top-quality talent.~Initiated strategic growth plan for the Mid-Atlantic Region to ensure profitability, cost control and operating efficiency.~Developed and implemented HR strategy aligned with overall goals and objectives of the Region and directed day-to-day HR functions. ~Directed all phases of recruitment with a diverse workforce, including technical, management and support staff.~Partnered with hiring managers to address compensation issues and verify that current compensation ranges were aligned with the external market.~Facilitated effective performance management practices, including, coaching, counseling, career development, and disciplinary actions to create and maintain a high-performance culture that improves organizational capability.

• 

  Allied Domecq

  • North Brunswick, NJ

  • Regional Human Resources Manager

    • Feb 1996 - May 2000
    • North Brunswick, NJ

    Worked closely with Mid-Atlantic team to successfully restructure role of HR Manager to strategic business partner, assisting in development and execution of evolving strategies designed to fulfill business objectives.~Led HR practices and objectives to provide employee-oriented, high-performance culture emphasizing empowerment, quality, goal attainment, recruitment, and ongoing development of a superior workforce.~Provided strategic vision through development of programs to recruit, motivate and retain top-quality talent.~Initiated strategic growth plan for the Mid-Atlantic Region to ensure profitability, cost control and operating efficiency.~Developed and implemented HR strategy aligned with overall goals and objectives of the Region and directed day-to-day HR functions. ~Directed all phases of recruitment with a diverse workforce, including technical, management and support staff.~Partnered with hiring managers to address compensation issues and verify that current compensation ranges were aligned with the external market.~Facilitated effective performance management practices, including, coaching, counseling, career development, and disciplinary actions to create and maintain a high-performance culture that improves organizational capability.

• 

  Dames & Moore

  • Cranford, NJ

  • Human Resources Manager

    • Feb 1995 - Jan 1996
    • Cranford, NJ

    Worked in partnership with management of a small regional engineering office to create, implement, and manage improved HR strategies, services, and programs to support the workforce during a downward trend and large-scale turnaround effort. ~Administered all human resources policies and procedures.~Initiated and led HR programs that achieve specific organizational objectives. ~Identified, interviewed, and evaluated prospective employees for management, technical and administrative openings.~Managed compensation and benefits administration, employee relations, orientation, training programs and employee assistance programs. ~Implemented performance appraisal program, including job design and performance standards. ~Provided counseling, problem resolution and intervention services.

• 

  Lipper Analytical Services

  • New York, NY

  • Human Resources Manager

    • Oct 1988 - Feb 1995
    • New York, NY

    Hired to manage HR programs, recruitment and staffing for small wall street firm. Helped to build company from a small family business into a full- scale operation. Created and implemented hiring policies, procedures, systems, and technologies to support company’s long-term growth and expansion. ~Developed and implemented core HR programs for effective performance management, professional development, compensation, benefits administration, recruitment, and training.~Administered full life cycle recruitment, including but not limited to, advertising, interviewing, and pre-employment screening.~Managed employee relations, training programs, and the employee assistance program. ~Built strong partnerships with the executive staff to ensure that managers and employees worked collaboratively to achieve business goals across two locations.~Implemented program that drove high productivity and job satisfaction.

• 

  Evans & Company

  • New York, NY

  • Office Manager

    • Feb 1987 - Oct 1988
    • New York, NY

• 

  NFS Services

  • New York, NY

  • Financial Consultant

    • May 1986 - Feb 1987
    • New York, NY

• 

  Firstmark Securities Inc.

  • New York, NY

  • Human Resources Manager

    • May 1983 - Mar 1986
    • New York, NY

• 

  Moore & Schley

  • New York, NY

  • Trading Assistant

    • Sep 1979 - May 1983
    • New York, NY